SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation : C_THR86_2411 Exam

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SAP C_THR86_2411 Exam Syllabus Topics:

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions:

1. In an EC-integrated compensation worksheet, what are some of the reasons you might include a lookup table in your configuration? Note: There are 3 correct answers to this question.

A) Holding previous year's salary by Employee ID
B) Converting money values from functional to local currency
C) Converting a code into its text equivalent for display
D) Providing budget percentage by country
E) Determining appropriate car allowance by grade

2. Your customer has two pay components, with IDS SALARY_US SALARY_UK, that are used for employees' base salary in their respective countries. They want to plan for all employees on a single worksheet using the employees' periodic salary, NOT the annual value.
What is the best way to accomplish this?

A) Create two custom columns map each to the pay components. Use a third custom column to display whichever is non-zero.
B) Create two different templates use eligibility rules to ensure employees appear on the correct one.
C) Create a pay component group that includes both pay components use that for the planning.
D) Ensure the Used for Comp Planning flag of the pay components is set to Comp do NOT map to a specific pay component ID in the worksheet.

3. You set up a merit guideline rule based on the performance rating country. You configure guideline formulas as shown in the screenshot.
An employee in the US has a rating of 3. What will be their default merit increase?

A) 1%
B) 4%
C) 2%
D) 0%

4. Your customer has implemented SAP SuccessFactors Employee Central (EC) now wishes to implement a single global compensation template. However, only part of the organization is in Employee Central. Some countries are still using SAP ERP, but there are plans to move to SAP SuccessFactors Employee Central over the next two years. The customer wants to use the Compensation module to plan for all employees, regardless of where their employee data sits.
What is the recommended approach to this scenario?

A) Create a single EC-integrated template use the Hybrid Template option.
B) Create two templates - one with EC integration one without.
C) Create a single non-integrated template, export the EC employees, import them via UDF.
D) Suggest a phased approach where the non-EC employees become part of the process later as they migrate.

5. Your non-EC customer wants only users in Pay Grade 1 2 to be ineligible for Lump Sum; Pay Grades 3 through 9 are eligible.
What can you do to fulfill this requirement?
Note: There are 3 correct answers to this question.

A) Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.
B) Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades makes them eligible for the Lump Sum field.
C) Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.
D) Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field.
E) Start with all employees are eligible. In the UDF, set the LUMPSUM ELIGIBLE field to FALSE for Grades 1 2, TRUE for Grades 3 through 9.

Solutions: